Join COVINA PD

When recruitment opens for available positions at the Covina Police Department, a limited number of applications will be accepted. The number of applications accepted will vary depending upon the number of positions we are seeking to fill. Once the desired number of applications have been received, the recruitment will be closed and testing will begin. Applications are carefully screened by City of Covina Human Resources and/or Police Department personnel, and some candidates will be eliminated at the application phase. Those that aren’t eliminated will be invited by mail, email, or telephone, to participate in the next step of the hiring process. It’s critical that applicants provide an accurate email address on their application, and it’s critical to ensure their email system will accept our emails, as some email filtering systems may impede our ability to reach applicants through email.

Most police department positions require applicants to pass a written examination as part of the hiring process. The written test measures an applicant’s ability to effectively read and write, process information, multi-task, and tests other related knowledge. Police officer applicants who have previously completed the Pellet B Exam elsewhere, and can provide evidence of a passing T-Score within the acceptable time frame, may have the written test waived with prior approval from the City of Covina Human Resources.

All Recruit and Reserve Officer applicants will be required to pass the Physical Agility Test, usually held the same day and prior to the written exam for these positions. The Physical Agility Test measures a basic level of fitness; however, does not measure a person’s ability to successfully complete the rigors of a Police Academy. Police Academy demands are much more stringent. The physical agility test includes a 99-Yard course consisting of several sharp turns, a number of curb height obstacles, and a 34-inch high obstacle that must be vaulted; running 5 yards to a 6-foot solid fence, climb over the fence and sprint 25 yards; running 5 yards to a 6-foot chain-link fence, climb over the fence and sprint 25 yards; lifting and dragging a 165-pound life-like dummy a distance of 32 feet on the ground; and, completing a 1.5 mile run in 15 minutes or less.

Applicants who successfully pass the written test (and Physical Agility Test if Applicable) will be invited to participate in the Oral Board/Interview Panel. The Interview Panel minimally looks for and evaluates an applicant’s existing job knowledge, job preparation, ability to verbally communicate, and success potential. Applicants that pass this portion of the process are placed on an eligibility list and may or may not be invited to participate in the Pre-Background Interview process, depending on their position on the list, and the need of the department to continue testing.

The Pre-Background Interview is conducted by the Recruiting Sergeant at the Covina Police Department, along with his/her designee(s). The purpose of this interview is to further evaluate an applicant’s motivation and success potential, as well as gain insight into an applicant’s personal history in an effort to assess his/her ability to pass a rigorous background investigation.

The applicant will be assigned to a Background Investigator. A comprehensive, in-depth background investigation will be conducted into all aspects of the applicant’s past and current life.

The Chief of Police is the appointing authority at the Covina Police Department. The Chief of Police may invite an applicant in for an interview with him and his designee if the background file warrants further consideration for the position. The Chief of Police will assess the applicant’s potential for success and may make a Conditional Offer of Employment.

Applicants hired by the Chief of Police are done so conditionally, as applicants may be required to pass a physical examination and psychological evaluation by licensed professionals.